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Leave in Canada
Maternity, paternity, and parental leave in Canada
Adoption leave in Canada
Other leave in Canada
Public holidays in Canada
Protect your employees and your business
Leave and time off in Canada
Every country has its own rules and regulations concerning leave from work, and Canada is no exception. The rules surrounding leaves in Canada vary between federal and provincial jurisdictions, with different entitlements for annual leave, sick leave, and various types of family-related leave.
In this section, we’ll guide you through the key types of leaves in Canada, including compassionate care leave, bereavement leave, family responsibility leave, and more. By the end, you’ll have a clear understanding of each type of leave, eligibility criteria, and whether it’s paid or unpaid, along with any relevant provincial variations.
Leave in Canada
Employees in Canada are entitled to paid time off each year for vacation, rest, and relaxation. They also have the right to time off work when they are sick. However, exactly how much leave each employee is entitled to and how it works depends on whether they work in a federally regulated industry or not. Read on to learn everything you need to know about annual leave and sick leave in Canada.
Federally regulated annual leave in Canada
Under the Canada Labour Code, federally regulated employees are entitled to a minimum of two weeks of paid vacation after completing one year of continuous employment. This entitlement increases to three weeks after five years and four weeks after ten years of service. Some employers choose to offer their employees additional leave.
Annual leave in Canada by jurisdiction
Each of Canada’s ten provinces and three territories also has its own regulations for annual leave and holiday pay, which may be different from the federal requirements. For example, employees in Quebec accrue one day of vacation per month worked during the first year, up to a maximum of two weeks. They are then entitled to two weeks’ leave after one year and three weeks after three years.
Using annual leave in Canada
How vacation time (annual leave) is accrued varies depending on the jurisdiction. This is typically based on the employee’s length of service. Vacation pay is calculated as a percentage of earnings. Employers in Canada can choose to set policies concerning when vacation can be taken, which often require employees to schedule time off in advance. In most jurisdictions, unused vacation days can be carried over to the following year, though there may be limitations depending on the province or territory.
Sick leave in Canada
Employees in Canada are entitled to time off if they are too sick to work. However, exact entitlements vary by jurisdiction. Employees in federally regulated workplaces are entitled to up to 10 days of paid medical leave per year after three consecutive months of employment. In some jurisdictions, sick leave is either fully or partially unpaid. In British Columbia, for example, the statutory entitlement is five days of paid leave and three days of unpaid leave.
Maternity, paternity, and parental leave in Canada
Employees in Canada are entitled to time off work during pregnancy and after childbirth. Read on to learn what you need to know about maternity, paternity, and parental leave in Canada.
Maternity leave in Canada
Employees in Canada are entitled to maternity leave when they give birth. It may also be known as pregnancy leave. The length of maternity leave varies between different jurisdictions but is generally between 15 and 18 weeks. Eligibility criteria also differ. For example, employees in Ontario can get pregnancy leave for up to 17 weeks as long as they have been employed for at least 13 weeks before the expected due date.
Maternity benefits are available through the federal Employment Insurance (EI) system, through which employees can receive a benefit totalling 55% of their earnings, up to a cap of CAD 695 per week. In Quebec, employees receive 70% of their normal pay.
Parental leave in Canada
Parental leave in Canada can be taken by either parent. The duration of the leave can be shared between both parents and is in addition to maternity leave (or pregnancy leave). The total length of parental leave to be shared between the parents depends on the province or territory. The federal entitlement is up to 69 weeks combined if taken by both parents.
While on parental leave, parents in Canada can receive payments through the Employment Insurance system. Again, the entitlement is equal to 55% of the employee’s average salary up to a cap. Some employers choose to top up their employees’ pay to 100% of their normal salary while they are on pregnancy or parental leave.
Paternity leave in Canada
There is no statutory entitlement for paternity leave in Canada, since fathers or secondary parents are entitled to take parental leave. The exception is in Quebec, where fathers are entitled to five uninterrupted weeks of paternity leave. However, this is part of the total parental leave entitlement to be shared between the two parents.
Adoption leave in Canada
Employees who adopt children in Canada are also entitled to time off work to care for their newly adopted children. Specific entitlements vary by province or territory, but they are generally similar in duration and conditions to parental leave for biological parents. Employees are typically also entitled to Employment Insurance (EI) benefits that provide financial support during their time off work. Adoption leave is also job-protected, which means employees have the right to return to their job or an equivalent position once their leave is over.
Other leave in Canada
Employees in Canada are also entitled to several other types of leave, which are governed by both federal and provincial labour laws. Employers in Canada can also choose to offer different types of leave to their employees, even if they’re not required by law. Read on to learn about some common types of leave in Canada.
Compassionate care leave in Canada
Employees in Canada are entitled to compassionate care leave to care for a family member with a serious health condition. Exact entitlements vary between jurisdictions. Employees in federally-regulated industries as well as those in New Brunswick, Newfoundland and Labrador, Nova Scotia, Ontario, Manitoba, Prince Edward Island, Saskatchewan, and Yukon are entitled to up to 28 weeks of leave within any 52-week period. This is generally unpaid.
Bereavement leave in Canada
Bereavement leave is another common type of leave in Canada. In general, employees are entitled to three days of leave following the death of an immediate family member. In Alberta and Manitoba, this leave is also available following the loss of a pregnancy. The duration and eligibility criteria for this leave vary by province/territory.
Family responsibility leave in Canada
Employees in Canada can take family responsibility leave to attend to urgent family matters. The specifics of this leave, including duration and pay, differ across provinces and territories. For example, in Ontario, employees are entitled to up to three days of unpaid family responsibility leave each calendar year.
Jury duty or court leave in Canada
Employees in Canada are entitled to take time off work for jury duty or court appearances. The duration and pay during this leave depend on the jurisdiction and the employer’s policies. In some cases, employees may receive full or partial pay, while in others, the leave may be unpaid.
Reservists leave in Canada
Members of the Canadian Armed Forces Reserves are entitled to take leave from their civilian employment for military training or deployments. The duration and pay during this leave vary depending on the jurisdiction and employer policies. Employers are generally required to reinstate employees to their previous position after the leave is over.
Leave for victims of domestic violence in Canada
In some jurisdictions, employees are entitled to leave to deal with situations of domestic violence. For example, employees in Quebec have the right to 26 weeks of leave, with the first two days paid by the employer. The entitlement in other regions is generally ten days. It may be paid or unpaid depending on the province or territory.
Public holidays in Canada
In Canada, federally regulated employers must give their employees time off with pay on 10 holidays each year. These are known as general holidays. In addition to these, each province and territory has its own public holidays. If a holiday falls on a non-workday, employees are generally entitled to a day off on the working day immediately before or after the holiday.
Can employees work on public holidays in Canada?
The Canada Labour Code does not prohibit employees from working on a public holiday. However, if an employee is asked to work on a public holiday, they should be compensated at a rate of at least 1.5 times their normal wages. Alternatively, employees may receive general holiday pay instead.
General public holidays in Canada in 2025
General holidays are observed across the whole of Canada, and federally-regulated employees must be given paid time off work. Here are the general holidays observed in 2025:
1 January
New Year’s Day
18 April
Good Friday
19 May
Victoria Day
1 July
Canada Day
1 September
Labour Day
30 september
National Day for Truth and Reconciliation
13 October
Thanksgiving
11 November
Remembrance Day
25 December
Christmas Day
26 December
Boxing Day
Provincial and territorial public holidays in Canada
In addition to the above, each province and territory in Canada has its own holidays. For example, 17 February is celebrated as the following holidays in several territories:
- Louis Riel Day (Manitoba).
- Islander Day (Prince Edward Island).
- Family Day (Alberta, British Columbia, New Brunswick, Ontario, and Saskatchewan).
- Heritage Day (Nova Scotia).
Employers should check which holidays apply locally as well as the regulations governing work on public holidays in their province or territory.
Protect your employees and your business
As an employer in Canada, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we’ll ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risk.
Compliantly hire employees anywhere with CXC
With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.
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